Susan Lessack

Q. One of our employees claims that traffic gives her anxiety and wants to alter her work schedule to avoid driving during peak travel times. It wouldn’t be a big deal but we’re afraid that if we do it for her, we will start to receive similar claims from other workers who have similar commutes. Do we have to accommodate her?

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Q. It’s come to our attention that a former employee of ours has not updated her LinkedIn profile after her termination 10 months ago for insubordination. Would we have a cause of action against her?

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Q. Our COO just hired his son as a district manager for our largest region. There are many other individuals within the organization who are more experienced for the position. Are there any laws regarding nepotism in Pennsylvania?

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Q. Is it OK to terminate an employee without first issuing some kind of a disciplinary warning?

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Q. We recently held a three-day meeting and on the second night one of the regional account executives proceeded to drink too much and behave very badly. He failed to show up for the final day of the meeting. Is this grounds for dismissal?

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Q. We have a pregnant employee who works as a nurse and has asked that she be excused from lifting patients during her pregnancy. Do we have to grant her request?

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Q. One of our employees was involved in an incident and questioned regarding suspected ­wrongdoing. He is now bringing a suit against the company, alleging that the act of being brought into a room and questioned at length constitutes false imprisonment and that the aggressive questioning constituted assault. Does he have a case?

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Q. We have some employees that have been misclassified as exempt. We are working to rectify the situation, but could we still be penalized for the time the employee was misclassified?

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Q. As an HR professional, do I have personal liability for my participation in employment decisions?

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Q. Do I have to follow the WARN Act if someone buys my business?

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